wrt RTO My manager has been Don't ask Don't tell . Will managers now have their hand forced to come down on non-compliance? Will offenders get a warning shot (corrective action) and an opportunity to comply? I want to sense how far I can push the boundary before I get a rude awakening.
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Individual contributor here. I’ve seen the reports our team uses to augment the report I’ve also seen from corporate properties group. Yes badges go into a tableau for a head of a group roll up per location. Yes ip addresses can be used but on an individual basis. You have to ask for a name of someone for that. So basically whole tableau looks off for a leader, then your admin types will find out who by trying one by one.
I’ll take climate lockdown for $200 and alien invasion lockdown for $500.
So raise will be dinged if I don't comply? Oh, no! I'll get .5% raise vs 1% raise?! Gimme' a break. This place is a joke. Fraudsters at the top dictating ridiculousness for those at the bottom.
Anyone who lives 4 hours from the nearest office would meet the requirements to continue to be WFH. That would not be a "don't ask, don't tell" matter. Unless of course you moved without telling anyone. Then that might be an issue.
Do any managers on here know and can comment if “hours in office” are on reports also?
holidays and pto due count, it's out there in teamworks. the company continued to just send out general guidance and leaves it to the individual groups and managers to decide what to do. as a manager, until I get consistent, accurate reporting, and guidance that aligns across my lob, I'm going to continue with don't ask don't tell.
@1xzq+1kBJ2GOv You better hope you hit the layoff lottery because if they send you through the performance route you will get zip.
Hired full-time remote 20 years ago, and live 4 hours from nearest WF facility, but am listed as being in an office on the other side of the state. Don't ask, don't tell situation. What happens to people like me...?
Home Lending was told to expect to start coming into the office by the 3rd Quarter so that exception is waning.
I was on-site throughout the pandemic and in the last 2 weeks, I've seen faces in the building I've not seen in almost 3 years. It's wild.
1brc is spot on. Hammer is coming down. FWIW, we were told Holidays and PTO do NOT count as in office. Of course taking a week PTO won’t be looked at that way. And yes, will be a performance item
Does anyone know if they enforce a minimum number of hours to count as a day? Wondering if I could just go in for a couple of hours and leave each RTO day.
From what I’ve been told by my manager, Tech will no longer have an exception. The agile teams will be required to be in the office the same as no -agile. Just not sure if it’s 3 or more days.
@1brc+1kBJ2GOv Even if not factual this is basically what I have gleaned from tid bits of information and my own imagination. I don’t see managers letting anyone go immediately for non-compliance but rather documenting, cutting bonus and hurting raises as defined. But as far as “losing” thousands of dollars, if time has no value to you then that is accurate, you will be losing thousands of potential income. But in reality it is a backloaded payment, unless you get mid year raises or bonuses you’re really just buying yourself a year of paid time to find a position that better aligns with your requirements.
If I’m forced I will RTO (non-hub and never had an office, hired as WFH) long enough to get my raise and bonus without raising any red flags. But then I will stop, that will now become my grace period to collect a pay check, reposition into quiet quitting mode and find a position elsewhere prior to being let go. In my profession I can’t be blackballed, and even if I were the need for my skill set exists in all industries so there is always a way to survive. I hope everyone that wants to can find a position that suited them.
Which leaders are the tolerant ones?
Is the focus on being in 3 days a week, or does reporting also include hours worked in the office, and will that be factored in?
Depends on your OC leader and the message sent down to their teams. Some OC leaders are tolerant, and others are carefully following orders by CS and SP.
Middle manager here. Reports are being generated. If you miss your in-office obligations you may be rated as “inconsistently” or “does not” meets expectations.
Raises for those categories run from 0-1.5% and thus can impact those who qualify for yearly incentive through reduction or elimination.
We are also looking at behavioral write-ups starting at informal. A formal is basically career su----e for a year or more if it gets to that point. Then term.
Those are the emerging consequences. If you haven’t been showing up, don’t be surprised that this will cost you thousands of dollars in lost compensation
I've heard that some groups are telling folks to make sure they get their three days or you may be dinged on your bonus. But they aren't saying that upfront.
Sponsor h1b workers, always 5 days a week. Highly educated and better
Marketing got exceptions, Home Lending got exceptions, IT got exceptions. Which other groups have exceptions? Do groups reporting up through Scott Powell get more exceptions than other groups, or is he pushing for RTO? Which leaders reporting to Charlie are pushing back on it?
Tons of teams got exceptions, incl. mine and several others in Mktg. Looks like your mgr didn't go to bat for you to get an exception (yet). She needs to now.
If your manager is like mine, then your manager will let you know reports are being generated, and in my group, we are expected to be in 3 days a week, or provide a reason for why we aren't. PTO and holidays count as in office days. It's a performance issue if we don't go in,